Do you ever worry that having children will affect your career? Or have you been called "bossy" when you tried to be assertive at work?

If the answer is no, you might be experiencing some gender privilege in the workplace, according to a new report from Diversity Council Australia (DCA).

The Men Make a Difference paper aims to get blokes on board with addressing gender equality and offers tips for how they can do so.

It also includes the following list and asks people to check off the statements that apply to them, with the more boxes ticked indicating the more gender-based privileges they are likely to have in the workplace.

Try it for yourself:

I can work comfortably (or walk down a public street) without the fear of sexual harassment.

I have never felt unsafe because of my gender.

If I fail in my job or career, I can feel sure this won't be taken as a sign that people of my gender shouldn't be doing this type of work.

The decision to hire me will never be based on assumptions about whether or not I might choose to have a family sometime soon.

If I choose to have children, I'm not questioned about how having a family would hurt my ability to do my job.

If I have children and a career, no-one will think I'm selfish for not staying at home.

I can be assertive at work without being labelled "bitchy" or "bossy".

My ability to make important decisions and my capability in general will never be questioned depending on what time of the month it is.

I can look up to plenty of professional role models of my gender in my field.

When I ask to see "the person in charge", odds are I will face a person of my own gender.

I can be confident that day-to-day language always includes my gender. "All men are created equal," mailman, chairman, the man in the street, etc.

I make more money than my professional counterparts of the other gender.

Associate Professor Michael Flood was one of the researchers on the report and told News Breakfast that while some men said they were committed to equality at work, they needed to do more to follow through.

"One issue is some men come on board but their commitments are token, they haven't done their homework," he said.

"We argue that for men, for example, to be a male champion of change, to be a senior advocate for this issue, they've got to put their own house in order, and they've got to walk the walk, not just talk the talk."

Dr Flood said the report had a positive message about male involvement, and outlined three things men could do in the workplace: be a positive role model themselves; speak up when they see double standards; and become an advocate for change.

DCA CEO Lisa Annese said the existence of a gender pay gap, the high incidence of pregnancy discrimination and the lack of women in positions of leaderships showed there was still work to be done.

"While engaging men is not a 'magic bullet', men are part of the problem of inequality so they need to be part of the solution," she said.

And Dr Flood said there were benefits for men if change was achieved.

"There's a business case for gender equality," he said.

"The research shows that workplaces which are more diverse — which have a greater participation of women in them — are more productive, more sociable, more cooperative and that has pay-offs for the business.

"Beyond the bottom line, beyond the questions of profit and so on, we know that men benefit from progress towards gender equality more generally, in their relationships, in their health, in our communities and so on."